Introducing the Mobile Sites certification, for web developers

Mobile now devices for over half of all web traffic, making performance on small screens more important than ever.

Despite this increase, a recent study by Google found that the average time it takes to load a mobile landing page is 22 seconds. When you consider that 53% of mobile site visitors will leave a site if it takes more than three seconds to load, it’s clear why conversion rates are consistently lower on mobile than desktop.

Website visitors now expect their mobile experience to be as flawless as desktop, and the majority of online businesses are failing to deliver.

With this in mind, we’re introducing the new Google Mobile Sites certification. Passing the Mobile Sites exam signals that you have a demonstrated ability to build and optimize high-quality sites, and allows you to promote yourself as a Google accredited mobile site developer.

Through codifying best practice in mobile site development, we hope to improve the general standard of mobile design and speed, and make it easier to find the best talent.

What the exam covers?

To pass the exam, you’ll need to show proficiency across mobile site design, mobile UX best practice, mobile site speed optimization, and advanced web technologies. We’ve put together a study guide that covers everything you’ll need to know.

What are the benefits?

We know that a lot of web developers are doing great work on mobile sites – this certification is a way of promoting them to a wider audience. Being certified means being recognized by Google as an expert in mobile site optimization, which will make you more accessible and attractive to potential clients looking for a good match for those services.

The certification will display on your Partners profile, helping you stand out to businesses looking for mobile site development, and can also be shared across social media.

How to sign up

Are you living in Scotland? Check out GDG Edinburgh on meetup to get started. To take the exam, please click on the Mobile Sites certification link and log in to your Google Partners account.

The exam is open to all web developers globally in English and, once completed, the certification will remain valid for 12 months.

Chris Hohorst, Head of Mobile Sites Transformation

Code of Conduct v2.0

GDG Edinburgh | Scotland Community Guidelines and Anti-Harassment Policy

GDG – Edinburgh is dedicated to providing a harassment-free and inclusive event experience for everyone regardless of gender identity and expression, sexual orientation, disabilities, neurodiversity, physical appearance, body size, ethnicity, nationality, race, age, religion, or other protected category. We do not tolerate harassment of event participants in any form. GDG Edinburgh takes violations of our policy seriously and will respond appropriately.

All participants of GDG Edinburgh events must abide by the following policy:

Be excellent to each other.

Treat everyone with respect. Participate while acknowledging that everyone deserves to be here — and each of us has the right to enjoy our experience without fear of harassment, discrimination, or condescension, whether blatant or via micro-aggression’s. Jokes shouldn’t demean others. Consider what you are saying and how it would feel if it were said to or about you.

Speak up if you see or hear something.

Harassment is not tolerated, and you are empowered to politely engage when you or others are disrespected. The person making you feel uncomfortable may not be aware of what they are doing, and politely bringing their behavior to their attention is encouraged.

Practice saying “Yes and” to each other.

It’s a theatre improv technique to build on each other’s ideas. We all benefit when we create together.

We have a ZERO TOLERANCE POLICY for harassment of any kind, including but not limited to:

  • Stalking/following
  • Deliberate intimidation
  • Harassing photography or recording
  • Sustained disruption of talks or other events
  • Offensive verbal comments
  • Verbal language that reinforces social structures of domination
  • Sexual imagery and language in public spaces
  • Inappropriate physical contact
  • Unwelcome sexual or physical attention

In relation to, but not limited to:

  • Neurodiversity
  • Race
  • Color
  • National origin
  • Gender identity
  • Gender expression
  • Sexual orientation
  • Age
  • Body size
  • Disabilities
  • Appearance
  • Religion
  • Pregnancy

Participants asked to stop any harassing behaviour are expected to comply immediately. Our zero tolerance policy means that we will look into and review every allegation of violation of our Event Community Guidelines and Anti-Harassment Policy and respond appropriately. We empower and encourage you to report any behaviour that makes you or others feel uncomfortable by finding a GDG Edinburgh staff member.

Any person behaving in a disorderly manner, engaging in harassing or uncomfortable behaviour, or otherwise failing to comply with this policy may be removed from any GDG Edinburgh -hosted event or refused admittance (including to future GDG Edinburgh Events) at any time in GDG Edinburgh ’s sole discretion. Individuals who are expelled from an event for a violation of this policy will not be provided with a refund.

ANTI-HARASSMENT POLICY

GDG Edinburgh is dedicated to providing a harassment-free and inclusive conference experience for everyone regardless of gender identity and expression, sexual orientation, differing abilities, neurodiversity, physical appearance, body size, ethnicity, nationality, age, religion, or other protected category. We do not tolerate harassment of conference participants in any form. Sexual language and imagery is not appropriate for any conference venue, including talks. GDG Edinburgh takes these violations of our policy seriously and will respond appropriately. All attendees of the event must abide by our anti-harassment policy.

CONDUCT POLICY

GDG Edinburgh reserves the right to refuse admittance to, or remove any person from the event (including future GDG Edinburgh Events) at any time in its sole discretion. This includes but is not limited to attendees behaving in a disorderly manner or failing to comply with the terms and conditions herein.

We strive to:

  • Be considerate

    Our work will be used by other people, and we, in turn, will depend on the work of others. Any decision we take will affect users and colleagues, and we should consider them when making decisions.

  • Be respectful

    Disagreement is no excuse for poor manners. We work together to resolve conflict, assume good intentions and do our best to act in an empathic fashion. We don’t allow frustration to turn into a personal attack. A community where people feel uncomfortable or threatened is not a productive one.

  • Take responsibility for our words and our actions

    We can all make mistakes; when we do, we take responsibility for them. If someone has been harmed or offended, we listen carefully and respectfully and work to right the wrong.

  • Be collaborative

    What we produce is a complex whole made of many parts, it is the sum of many dreams. Collaboration between teams that each have their own goal and vision is essential; for the whole to be more than the sum of its parts, each part must make an effort to understand the whole.

    Collaboration reduces redundancy and improves the quality of our work. Internally and externally, we celebrate the good collaboration. Wherever possible, we work closely with upstream projects and others in the free software community to coordinate our efforts. We prefer to work transparently and involve interested parties as early as possible.

  • Value decisiveness, clarity and consensus

    Disagreements, social and technical, are normal, but we do not allow them to persist and fester leaving others uncertain of the agreed direction.

    We expect participants in the project to resolve disagreements constructively. When they cannot, we escalate the matter to structures with designated leaders to arbitrate and provide clarity and direction.

  • Ask for help when unsure

    Nobody is expected to be perfect in this community. Asking questions early avoids many problems later, so questions are encouraged, though they may be directed to the appropriate forum. Those who are asked should be responsive and helpful.

  • Step down considerately

    When somebody leaves or disengages from the project, we ask that they do so in a way that minimises disruption to the project. They should tell people they are leaving and take the proper steps to ensure that others can pick up where they left off.

Leadership, authority and responsibility

We all lead by example, in debate and in action. We encourage new participants to feel empowered to lead, to take action, and to experiment when they feel innovation could improve the project. Leadership can be exercised by anyone simply by taking action, there is no need to wait for recognition when the opportunity to lead presents itself.

A delegation from the top

Responsibility for the project starts with the “benevolent dictator”, who delegates specific responsibilities and the corresponding authority to a series of teams, councils and individuals, starting with the Community Council (“CC”). That Council or its delegated representative will arbitrate in any dispute.

We are a meritocracy; we delegate decision making, governance and leadership from senior bodies to the ablest and engaged candidates.

We value discussion, data and decisiveness

We gather opinions, data and commitments from concerned parties before taking a decision. We expect leaders to help teams come to a decision in a reasonable time, to seek guidance or be willing to take the decision themselves when consensus is lacking, and to take responsibility for implementation.

The poorest decision of all is no decision: clarity of direction has value in itself. Sometimes all the data are not available, or consensus is elusive. A decision must still be made. There is no guarantee of a perfect decision every time – we prefer to err, learn, and err less in future than to postpone action indefinitely.

We recognise that the project works better when we trust the teams closest to a problem to make the decision for the project. If we learn of a decision that we disagree with, we can engage the relevant team to find common ground, and fail that, we have a governance structure that can review the decision. Ultimately, if a decision has been taken by the people responsible for it, and is supported by the project governance, it will stand. None of us expects to agree with every decision, and we value highly the willingness to stand by the project and help it deliver even on the occasions when we ourselves may prefer a different route.

Open meritocracy

We invite anybody, from any company, to participate in any aspect of the project. Our community is open, and any responsibility can be carried by any contributor who demonstrates the required capacity and competence.

Teamwork

A leader’s foremost goal is the success of the team.

“A virtuoso is judged by their actions; a leader is judged by the actions of their team.” A leader knows when to act and when to step back. They know when to delegate work, and when to take it upon themselves.

Credit

A good leader does not seek the limelight but celebrates team members for the work they do. Leaders may be more visible than members of the team, good ones use that visibility to highlight the great work of others.

Courage and considerateness

Leadership occasionally requires bold decisions that will not be widely understood, consensual or popular. We value the courage to take such decisions because they enable the project as a whole to move forward faster than we could if we required complete consensus. Nevertheless, boldness demands considerateness; take bold decisions, but do so mindful of the challenges they present for others, and work to soften the impact of those decisions on them. Communicating changes and their reasoning clearly and early on is as important as the implementation of the change itself.

Conflicts of interest

We expect leaders to be aware when they are conflicted due to employment or other projects they are involved in, and abstain or delegate decisions that may be seen to be self-interested. We expect that everyone who participates in the project does so with the goal of making life better for its users.

When in doubt, ask for a second opinion. Perceived conflicts of interest are important to address; as a leader, act to ensure that decisions are credible even if they must occasionally be unpopular, difficult or favourable to the interests of one group over another.

This Code is not exhaustive or complete. It is not a rule-book; it serves to distil our common understanding of a collaborative, shared environment and goals. We expect it to be followed in spirit as much as in the letter.

The Google Developer Groups in Edinburgh. Code of Conduct is licensed under the Creative Commons Attribution-Share Alike 3.0 license. You may re-use it for your own project, and modify it as you wish, just please allow others to use your modifications and give credit to the Google Developer Group in Edinburgh!